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Choosing the leaders who will serve our communities and organizations is one of our most important acts of civic and social engagement. There are many pressing issues in the black community and numerous voices speaking to these issues. And while engagement is key, no less important is the judgement we apply in choosing leaders to speak and act on our behalf.

When considering candidates, we should select from amongst ourselves those who exhibit the character necessary to shoulder the burden, skills necessary to perform the duties and knowledge base to be effective in the role. In other words, candidates should be competent and qualified. Additionally, our deliberation should ensure that principles always prevail over popularity.

In selecting leadership, let’s consider the following:

1.Do they sacrifice consistently of their persons and property (resources), even in the absence of an ‘important’ title?

Sacrifice demonstrates commitment to the movement or organization. You always can tell a person values by where he/she spends time, money and energy. Additionally, if a person waits for a prominent title before committing to the needs of the movement, this isn’t the character fit for leadership.

2.Do they practice what they preach?

When someone walks their talk, it demonstrates they they believe in and are invested in the principles that they teach others. They are authentic and sincere. A person like this is dependable.

3.Are they dignified and do they respect the dignity of others?

Good leaders comport themselves in a way that exemplifies respect and professionalism. They communicate effectively and in a manner that builds bridges and empowerment within groups. They respect all, regardless of titles or agreement and they are not quick to cut others down, despite the ability to do so.

4.Are they solution-oriented?

This is an important point. Leaders are effective problem solvers. They identify problems and apply effective solutions. Once a problem is solved, solution oriented leaders seldom waste time re-hashing past problems.

On the other hand, problem oriented people state and re-state problems and often find it difficult to transition to problem solving. They find problems for every solution and distract from the progressive agenda of organizations. Problem oriented people often become problems within organizations themselves.

5.Are they ‘big meeting members' or consistently active?

Early mornings, late nights and weekends. There is a lot of actual work happening behind the scenes that foster the success of progressive organizations. Good leaders are in the trenches doing the heavy lifting from which many people take leave.

While some members are most active in the presence of lights, cameras, microphones and big names, strong leaders are made behind the scenes doing the grunt work that creates stability and growth. They are no less enthusiastic in the small meetings as the big meetings.

6.Are they qualified?

Candidates should have experience with organizational operations, administrating, project management, leadership, innovation, and should be knowledgeable of current issues challenging the organization.

Qualified leaders are not new to the dance. The work, commitment and training attained in their junior roles has qualified them for more senior roles.

7.Do they empower others?

Although generally ambitious, good leaders are not so self interested that they fail to recognize the potential of their team members. They are cognizant that the group achieves most when all members are supported and equipped with the tools and information necessary for top performance. They also find satisfaction when members thrive and receive acclaim for their individual contributions.

Insecure leaders who feel threatened can stifle the potential of their teams thereby limiting the group’s success.

There are many other considerations for leadership including the absence of fear and the presence of integrity, so this is by no means an exhaustive list. But it is a start.

We must empower ourselves and our coming generations with the mature choices we make today. We should teach our young people that criteria IS necessary for leadership and show them how to think critically when making such decisions.

Those of us imbued with the great task of installing leaders must do so wisely if we are sincere about achieving the results set forth in our guiding principles. In a forthcoming post, I will discuss barriers to group progress such as jealously and fear often impacting black organizations and community groups. Stay on the lookout for more!

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